Tag Archives: hr

How do we measure devotion?

devoted_employee

I was talking recently over email with a hiring manager. Jamie (not his real name) wanted to hire me, but was set against consulting. While that by itself is understandable, he seemed to equate it with devotion. This troubled me. Here’s the quote below.

Join 32,000 others and follow Sean Hull on twitter @hullsean.


While I am sure your skills are excellent, I guess what I am trying to gauge is your desire to quit consulting and join us full time.  I am looking for you to share my vision of changing publishing through data.   Let me be clear: I am not looking for a contractor.  Acme is a fabulous company and I need a person devoted to Acme and to our data assets.

1. Devotion on vacation

Here’s my response. All names have been changed.


I understand Jamie.

I hear you about devotion, I think it’s very important too.  In 2010, I was working at MGC.  After 3 months, they hired a large remote DBA firm out of Canada, to manage the database systems & my contract concluded.  

A few weeks later and a few hours before a plane flight,  I got a harried call.  Can you help us? Database replication is broken & our site is offline.   I jumped on skype to chat with the team, even as I was packing my bags.  I went to the airport, and got on WIFI again.  In-flight on my way to California I remained online to help repair the systems & bring everything back.  It took a few more days and half of my vacation to get things working again, but I wanted to help.

My boss at MGC kept me on for 1 ½ year after that.  He felt I was devoted & gave them the very best service.  

If you change your mind, or would like to discuss further, don’t hesitate to reach out.

Also: What happens when clients don’t pay?

2. Devotion to a manager

I had another experience years back with company Media Inc. Working under a very good CTO, I was surrounded by a team who was also very loyal to him. After about a year, he decided to leave. He had gotten a very enticing offer from another firm. Although he made a great effort to leave the ship in good condition, the crew felt the ship rocking a bit. A temporary CTO was brought on who had a very different style.

As the ship continued to rock at sea, finally a new CTO was found. He however was not popular at all. He had a swagger & tended to throw his weight around, irritating the team, and making them fear they might be thrown from the ship. Slowly they began to leave. After three months, six out of eight on the team had left. There was one old-school Oracle guy still left, and me.

Although he certainly had a different style than the previous boss, it didn’t bother me much. I told him I’d stay as long as he needed me. I was also working remote so I didn’t deal with some of the day-to-day politics.

My devotion was to the business, databases & systems. I accomplished this by being devoted to my own business.

Related: Why I ask customers for a deposit?

3. Devotion to vesting

I worked at another firm about three years ago. Let’s call them Growing Fast Inc. While the firm itself was gaining ground & getting customers like Nike & Wallmart, it still had an engineering team of only ten. You could say it was boxing way above it’s weight.

While it tried to grow, it hired an outside CTO to help. His style was primarily management facing, while the teams problems were based in technology. With tons of technical debt & a lack of real leadership, the engineering team was floundering. Lots of infighting was making things worse.

Suddenly a key team member decided to quit. The following week another, and after that two more. All told four left. When you consider how small the team was, and further that the remaining members were basically founders a different picture emerges. Four out of six (non-founders) had left in two weeks, roughly 66% of the engineering team. The only other guy who stayed had his visa sponsored by Growing Fast Inc.

The founders who stayed were all vested. Everyone else quit because of mismanagement.

Read: 5 conversational ways to evaluate great consultants

4. Devotion to code & data

In an industry as competitive as software & technology, it’s often devotion to building things that wins the day. Using the latest & greatest languages, databases & tech stack can carry a lot of weight.

Managing technical debt can make a difference too. Developers don’t want to be asked to constantly walk a minefield of other developers mistakes. A minefield needs to be cleaned up, for the business to flourish.

Also: 5 things I learned about trust & advising clients?

5. Devotion through & through

Running a startup isn’t easy. Many fail after 3 or 5 years. I’m devoted to business.  I’ve been an entrepreneur for 20 years, and built it into a success.  

The year after 9/11 & again after 2008 were the most difficult periods to tough it out.  It’s been hard fought & I wouldn’t shutter the doors of my own business easily.  It affords me the opportunity to attend AWS popup loft hearing lectures, going to conferences & meetups & blogging about technology topics, & pivoting with the technological winds change.  

I’ve found all of this makes me extremely valuable to firms looking for expertise.  I have independence & perspective that’s hard to find.  I’m also there for firms that have been looking to fill a role, and need help sooner rather than later.

Also: A CTO must never do this

Get more. Grab our exclusive monthly Scalable Startups. We share tips and special content. Our latest Why I don’t work with recruiters

Are career promotions like marriage… appealing until your first divorce?

surge pricing engineers

I was recently flipping through an interesting email list. It’s focused for tech leaders, managers & startup entrepreneurs. An HR team lead posted asking about “promotion paths” for engineers.

While I have an intuitive grasp of what engineers at those different levels look like, I’m having trouble making those concrete.

Join 32,000 others and follow Sean Hull on twitter @hullsean.

It struck me how antiquated the whole “career ladder” concept is. Work one job for 20-30 years. It feels like the fairytale of dating that leads safely to marriage. It all seems like a wonderful plan until it fizzles out, employees get jaded, they start seeing the real money being paid elsewhere, and begin looking around.

1. Talent in short supply

I’m not a CTO.  I should preface with that bit.  I’m a consultant.  That said I’ve worked in the tech industry for 20 years, so I have a bit of an opinion here.

Going to meetups, startup industry & pitch events. They’re all like a feeding frenzy. There are more companies hiring now than I remember back in 1998 & 1999. It’s just crazy.

Angel List says 18,000 companies are hiring right now. What about Made In NYC? That shows 735 jobs. And of course there’s Ycombinator who is hiring April 2016, which posts every other month. It has 720 comments as of this writing.

Also: Why I don’t work with recruiters

2. Are salary jumps always larger through external promotion?

I’ve seen a pattern repeated over & over.  An outside firm offers more money & grabs the talent, or the talent gets restless, starts looking & finds they get a bigger bump in salary by leaving, than by internal promotions.  

I don’t know why this is, but it seems almost universal that salary jumps are larger from outside firms, than internally through promotion.  

Also: Why devops talent is so hard to find

3. Building a better ladder

There are great posts on engineering ladders like this one from Neo and also this one from RTR. Also take a look at this one at Artsy. And of course somebody has to go and put theirs up on github. :)

All the titles & internal shuffling in the world aren’t going to hide industry pay for long.  When an employee gets wise to their career & the skills marketplace, they’ll eventually learn that title does not equal compensation.

Related: How to hire a developer that doesn’t suck?

4. Building a better culture

In a pricey city like New York, the only thing that seems a counterweight to this is phenomenal culture, chance to build something cool & be surrounded by coworkers you love.  To be sure bouncing around you get less of this. Companies like Etsy comes to mind. According to glassdoor companies like Airbnb, Hubspot & facebook also fit the bill.

Read: 8 questions to ask an aws expert

5. Surge pricing for engineers?

Alternatively to better ladders & promotions, perhaps what Uber did for taxi driving would make sense for hiring engineers too. Let the freelancing phenomenon grow even bigger!

Perhaps we need surge pricing for engineers. That way the very best really do get rewarded the most. Let the marketplace work it’s magic.

Also: When you have to take the fall

Get more. Grab our exclusive monthly Scalable Startups. We share tips and special content. Our latest Why I don’t work with recruiters

5 ways to level up as cloud expert

aws certified

Cloud computing is blowing up! But don’t take my word for it, read this recent NY Times piece: Tech companies clamor to entice cloud computing experts.

Join 32,000 others and follow Sean Hull on twitter @hullsean.

Still don’t believe me? Get on the phone with a recruiter or two. They’ll convince you because they’ve got companies banging down the door looking for talent that is plainly in SHORT SUPPLY. And that’s the supply *you* want to be. :)

Check Gary’s Guide Jobs, or the ever popular Angel List Jobs. There’s also Stack Overflow jobs and many more.

1. Become a book reviewer

You’ve already got a technical background, and want to hone those skills. Take a look at technical book reviewing.

Manning is putting out some excellent technical books these days. Apply here to be a reviewer.

Also take a look at Pragmatic Bookshelf. They are are looking for reviewers too.

In either case you can expect to spend time reading a book chapter by chapter, as it’s written, offer strategic or layout advice, feedback on presentation, comprehension, and edits.

Also: When hosting data on Amazon turns bloodsport

2. Join an Open Source project

There are millions. Flip through github to some that you’re interested in. Contribute a bug fix or comment, reach out to the project leaders.

Afraid to dive in? Join one of the forums or google discussion groups, and lurk for a while. Ask questions, offer a helping hand!

Related: Is Amazon too big to fail?

3. Self-paced labs

Online education is blowing up, and for good reason. They get the job done & for the right price!

One of my favorites for AWS Certification is the A Cloud Guru courses. These offer lecture style introduction to all levels of AWS from Sysops Administration, Developer & Solutions Architect to Devops, Lambda & CodeDeploy.

The courses are priced right, and geared directly towards Amazon’s certifications. That helps you focus on the right things.

Amazon also partners with qwiklabs to offer courses geared towards getting certified. There are specific ones for the associate & professional certification, and many others besides.

You’ll need to signup for AWS Activate first, before you can use these qwiklabs. They offer you 80 credits right out of the gate.

For the next two weeks many of the courses are free! One thing I really like is they include a free temporary aws login for the students. That way there’s no risk of deploying infrastructure, and accidentally getting a big bill at the end of the month.

The labs though are more like reading documentation versus a nice video course lecture. So you the student have to do a lot more to get through it.

Read: Are we fast approaching cloud-mageddon?

4. Coursera, Khanacademy & Udemy

There’s a free class on Coursera called Startup Engineering by Balaji Srinivasan & Vijay Pande. Some pretty amazon material & lectures in here, and if you’re determined, it’s 12 weeks that will get you going on the right foot!

KhanAcademy has a great many courses on computer programming. Awesome and free stuff here. One particularly interesting is their hour of code. For those hesitant, that’s an easy way to jump in!

There is also udemy, which offers some great material on cloud computing. Notice that the certification courses are the same ones from A-Cloud Guru!

Also: Are SQL databases dead?

5. Interview tests

Apply to jobs. Even if you’re unsure if that is your dream job. Why? Because they often include a test to find out about your technical chops. Diving into these tests is a great way to push your own edge. You may do well, you may not. Learn where your weaknesses are.

I especially like the ones where you’re asked to login to a server, configure some things, write some code, and solve a real problem. Nothing beats a real-world example!

Also: Why dropbox didn’t have to fail?

Get more. Grab our exclusive monthly Scalable Startups. We share tips and special content. Our latest Why I don’t work with recruiters

Are top candidates evaluating your startup?

Editor & writer in friendly dialog

I work for a lot of startups. Many ask me for referrals. I play matchmaker when I can. But as the market continues to heat up, the demand for top talent is reaching a boiling point.

Join 29,000 others and follow Sean Hull on twitter @hullsean.

1. It’s a sellers market

That means folks with technical skills across the spectrum are very indemand. How in demand? Check Angellist, Made In NY or Indeed.com. From SRE’s to full stack developers, devops & automation experts to DBAs. Java, Ruby, Python, PHP, node.js, and of course design skills too.

I was speaking with a recruiter just today, and heard the same refrain…

Top candidates are evaluating us just as we are evaluating you.

That means firms must go the extra mile to stand out, and draw in the best talent.

Also: 5 Things toxic to scalability

2. Open the glassdoor

That’s right, manage your social media presence. Sites like Glass Door provide forums where employees past & present can discuss the day-to-day work environment. This gives prospects a chance to peer behind the curtain.

Other social media can be avenues too, from Facebook to Twitter. Having someone on staff that monitors online reputation can be crucial.

Related: Are SQL Databases dead?

3. Host a tech blog & meetups

A lot of top firms have great tech blogs. Truth be told many are dormant as demands of the day trump these outward facing initiatives. But they also put a face on the technical side of working for a firm. What problems are they solving? How cutting edge is their team?

Meetups are also a limitless forum. Smart minds will be mixing, your company brand will be spreading. Hosting technical discussions brings your firm front & center in multiple ways. It also brings possible new hires to your living room.

Read: Is high availability a myth?

4. Show warmth & transparency

I know everybody loves to grill candidates at interviews. But interviewees should be schooled on politeness & how to give a pleasant interview.

I remember one interview where I faced off with four other engineers at a round table. As the discussion unfolded, each aimed shots in succession, almost rapid fire at me. It was not only intimidating, but frustrating. Needless to say it made me a stronger more resilient interviewer, but it’s not a great way to welcome great talent. Buyer beware!

Also: The chaos theory of cloud scalability

5. Show me the money

I know I know, for engineers it’s not all about the money. Or is it? Truth be told compensation is always something prospects will weigh. Equity is fine, for what it is. But it’s a promise into the future.

More senior talent who have been through a few startups or even dot-com 1.0, may be a bit more dubious of abstract compensation. In the end competitive real dollars will speak volumes.

Also: Is upgrading Amazon RDS like a shit-storm that will not end?

Get more. Grab our exclusive monthly Scalable Startups. We share tips and special content. Our latest Why I don’t work with recruiters

Best of hiring posts on scalable startups

strawberries

Join 28,000 others and follow Sean Hull on twitter @hullsean.

Why I write about hiring

I’ve worked as a consultant for almost twenty years. Technology & professional services are pretty far removed from hiring, so why would I write about it?

As it turns out, finding projects, working with clients, and selling your skills & solutions has quite a lot in common to do with hiring.

As a services consultant, you’re more often a peer to technology directors & CTOs, while hiring for traditional roles is more of a boss employee relationship.

Recruiters

I’ve run into a lot of recruiters & hr folks over the years. Usually it means I’m talking to the wrong folks, as they’re gatekeepers & not decision makers. I wrote Why I don’t work with recruiters after some ups & downs.

Still they’re all a fact of life, and each of us has a role to play. So let’s play fair!

Games

I’ve always wondered, Is Hiring a numbers game? That is does it bend more to persistence & throwing spagetti at the wall, or deliberate, precision searches?

MySQL interview

If you’re looking for a database expert, I put together
Top MySQL DBA interview questions and then another one
Advanced MySQL DBA Interview questions.

These are helpful not just to candidates, but to hiring managers, hr, recruiters & everyone in between.

Mythical talent

Since as far back as I can remember, DBAs have been in short supply. In the 90’s I was doing primarily Oracle work. There were never enough technical dbas. Many came from business backgrounds, and didn’t have operating system & hardware fundamentals.

As startups shifted to open source databases in droves during the 00’s, the situation became even worse. I wrote about
The mythical mysql dba – where can we find one?

Will NoSQL databases continue the same trend?

Hire a developer

With a little light humor, we throw some opinions into the fray around hiring devs with How to hire a developer that doesn’t suck.

As devops gains momentum, some see peace between the old-school silos of developers & operations. Some see the need for ops being supplanted by developers. We have some opinions too.

AWS Interview

Are you looking for an Amazon Web Services expert, who knows how to scale in the cloud? Devops & automation also on your mind? Check out
8 Questions to ask an amazon ec2 expert.

Get more. Grab our exclusive monthly Scalable Startups. We share tips and special content. Our latest Why I don’t work with recruiters

Best of Guide – Highlights of Our Popular Content

We cherry pick the top 5 most popular posts of various topics we’ve covered in recent months.

Oracle DBA Interview Questions

Oracle Database Administrator or often called DBAs are an indispensable part of your operations team. They manage the systems that house all your business data, your customers, products, transactions and all that analytical data on what customers are actually doing. If you’ve ever been on the hunt, you may wonder, why the shortage of DBAs? To that we’ll answer, have you ever heard of Dustin Moskovitz?

So you certainly want to entrust that to someone who knows what they’re talking about. Enter the Oracle DBA Interview, a process that some will see as a technical test, while others will see as a fit of personalities, behaviors, and work ethic.

From the technical side we thought we’d bring you a quick and dirty checklist of questions. This isn’t an exhaustive list by any means, but is a good place to start and will certainly provide you with a glimpse of their knowledge.

Also if you’re looking to hire a MySQL DBA here’s a guide, and also one for hiring and EC2 expert.

1. What is the difference between RMAN and a traditional hotbackup?

RMAN is faster, can do incremental (changes only) backups, and does not place tablespaces into hotbackup mode.

2. What are bind variables and why are they important?

With bind variables in SQL, Oracle can cache related queries a single time in the SQL cache (area). This avoids a hard parse each time, which saves on various locking and latching resources we use to check objects existence and so on. BONUS: For rarely run queries, especially BATCH queries, we explicitely DO NOT want to use bind variables, as they hide information from the Cost Based Opitmizer.

BONUS BONUS: For batch queries from 3rd party apps like peoplesoft, if we can’t remove bind variables, we can use bind variable peeking!

3. In PL/SQL, what is bulk binding, and when/how would it help performance?

Oracle’s SQL and PL/SQL engines are separate parts of the kernel which require context switching, like between unix processes. This is slow, and uses up resources. If we loop on an SQL statement, we are implicitely flipping between these two engines. We can minimize this by loading our data into an array, and using PL/SQL bulk binding operation to do it all in one go!

4. Why is SQL*Loader direct path so fast?

SQL*Loader with direct path option can load data ABOVE the high water mark of a table, and DIRECTLY into the datafiles, without going through the SQL engine at all. This avoids all the locking, latching, and so on, and doesn’t impact the db (except possibly the I/O subsystem) at all.

5. What are the tradeoffs between many vs few indexes? When would you want to have many, and when would it be better to have fewer?

Fewer indexes on a table mean faster inserts/updates. More indexes mean faster, more specific WHERE clauses possibly without index merges.

6. What is the difference between RAID 5 and RAID 10? Which is better for Oracle?

RAID 5 is striping with an extra disk for parity. If we lose a disk we can reconstruct from that parity disk.

RAID 10 is mirroring pairs of disks, and then striping across those sets.

RAID 5 was created when disks were expensive. Its purpose was to provide RAID on the cheap. If a disk fails, the IO subsystem will perform VERY slowly during the rebuild process. What’s more your liklihood of failure increases dramatically during this period, with all the added weight of the rebuild. Even when it is operating normally RAID 5 is slow for everything but reading. Given that and knowing databases (especially Oracle’s redo logs) continue to experience write activity all the time, we should avoid RAID5 in all but the rare database that is MOSTLY read activity. Don’t put redologs on RAID5.

RAID10 is just all around goodness. If you lose one disk in a set of 10 for example, you could lose any one of eight other disks and have no troubles. What’s more rebuilding does not impact performance at all since you’re simply making a mirror copy. Lastly RAID10 perform exceedingly well in all types of databases.

7. When using Oracle export/import what character set concerns might come up? How do you handle them?

Be sure to set NLS_LANG for example to “AMERCIAN_AMERICA.WE8ISO8859P1”. If your source database is US7ASCII, beware of 8-bit characters. Also be wary of multi-byte characters sets as those may require extra attention. Also watch export/import for messages about any “character set conversions” which may occur.

8. How do you use automatic PGA memory management with Oracle 9i and above?

Set the WORKAREA_SIZE_POLICY parameter to AUTO and set PGA_AGGREGATE_TARGET

9. Explain two easy SQL optimizations.

a. EXISTS can be better than IN under various conditions

b. UNION ALL is faster than UNION (not sorting)

10. Name three SQL operations that perform a SORT.

a. CREATE INDEX

b. DISTINCT

c. GROUP BY

d. ORDER BY

f. INTERSECT

g. MINUS

h. UNION

i. UNINDEXED TABLE JOIN

11. What is your favorite tool for day-to-day Oracle operation?

Hopefully we hear some use of command line as the answer!

12. What is the difference between Truncate and Delete? Why is one faster?

Can we ROLLBACK both? How would a full table scan behave after?

Truncate is nearly instantaenous, cannot be rolled back, and is fast because Oracle simply resets the HWM. When a full table scan is performed on a table, such as for a sort operation, Oracle reads to the HWM. So if you delete every single solitary row in 10 million row table so it is now empty, sorting on that table of 0 rows would still be extremely slow.

13. What is the difference between a materialized view (snapshot) fast refresh versus complete refresh? When is one better, and when the other?

Fast refresh maintains a change log table, which records change vectors, not unlike how the redo logs work. There is overhead to this, as with a table that has a LOT of indexes on it, and inserts and updates will be slower. However if you are performing refreshes often, like every few minutes, you want to do fast refresh so you don’t have to full-table-scan the source table. Complete refresh is good if you’re going to refresh once a day. Does a full table scan on the source table, and recreats the snapshot/mview. Also inserts/updates on the source table are NOT impacted on tables where complete refresh snapshots have been created.

14. What does the NO LOGGING option do? Why would we use it? Why would we be careful of using it?

It disables the logging of changes to the redologs. It does not disable ALL LOGGING, however as Oracle continues to use a base of changes, for recovery if you pull the plug on the box, for instance. However it will cause problems if you are using standby database. Use it to speed up operations, like an index rebuild, or partition maintenance operations.

15. Tell me about standby database? What are some of the configurations of it? What should we watch out for?

Standby databases allow us to create a copy of our production db, for disaster recovery. We merely switch mode on the target db, and bring it up as read/write. Can setup as master->slave or master->master. The latter allows the former prod db to become the standby, once the failure cause is remedied. Watch out for NO LOGGING!! Be sure we’re in archivelog mode.

Hey you! If you made it this far, definitely grab our newsletter.